Fall is fast approaching and new IRS deadlines are upon us…

  • You’re invited to join Complete Payroll Solutions for a FREE, LIVE webinar, Thursday, September 14, 2017 from 3:00-3:45 PM ET, covering the new Form I-9 and Keys to Compliance. Register below!
  • Also, don’t forget to begin using the newly released Employment Eligibility Verification Form I-9 required for ALL new hires starting after Monday, September 18, 2017. 

In the Form I-9 webinar session, we’ll also be sharing special features of Complete Payroll Solutions’ employee and employer HUB portal with an embedded process for handling all new employee forms including I-9 paperwork. Engage your employees!

For more information about HUB Engage and other ways Complete Payroll Solutions can help you best manage your workforce, Contact Us today!

Click below to REGISTER for the live webinar event!

New Employee Verification Form (I-9) Required For Employees Hired After September 18, 2017 

The United States Citizenship and Immigration Services (USCIS) released a revised version of Form I-9, Employment Eligibility Verification, on Monday, July 17, 2017.

Employers are able to use this revised version immediately, but may continue using the former Form I-9 (revision date of 11/14/2016) through September 17, 2017. 

Employers must use the revised Form I-9 (revision date 7/17/17) for all new employees with a hire date of September 18, 2017 or later. Employers should continue to follow existing storage and retention rules for any previously completed Form I-9.

The revisions to the Form I-9 are minor and employers do not need to change their processes.

Revisions to the Form I-9 instructions:

  • The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) has undergone a name change and is now referred to as Immigrant and Employee Rights Section (IER).
  • Instructions on Section 2 have been altered to omit the words “the end of” from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9:

  • Added to List C is the Consular Report of Birth Abroad (Form FS-240).
  • List C, selection C#2 has been revised to combine all report of birth certifications issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240).
  • Excluding the Social Security card, all List C documents have been renumbered.

Additional information may be found at the USCIS website, under “I-9 Central.”

For more information on required employer forms and retention rules, please contact your local Complete Payroll Solutions HR Consultant at 866-658-8800 and we will be happy to answer your questions.


Join us on Thursday, July 27th from 3:00-4:00 p.m.

The words “workers’ compensation” are enough to make many employers want to run the other way. From employer obligations to the claim process itself, workers’ compensation can feel overwhelming. Join us as we demystify workers’ compensation and give you the tools to become comfortable handling any claim that comes your way. Secure your spot and register today!

Thursday, July 27, 2017  3:00 PM – 4:00 PM ET

Join us on Thursday, June 8th from 1:00-2:00 p.m.

Although never a pleasant experience, sometimes a termination is the best — or only — option for your workplace overall. Join us to learn practical tips for how to approach a termination decision, conduct the termination meeting, and administer the employee’s departure. We’ll give you the tools to be confident in the decisions you’ve made as well as steps you can take to decrease your risk. Secure your spot and register today!

Thursday, June 8, 2017  1:00 PM – 2:00 PM ET

With a new President and administration comes fresh focus on immigration and the hiring of 10,000 new Immigration and Customs Enforcement (ICE) agents who will be cracking down on violators. This means companies might see an increase in ICE audits and heavier scrutiny of Form I-9 paperwork.

What does this mean for you?

Employers could face fines ranging from $216 to $2,156 for each paperwork violation, whether that employee is a U.S. Citizen or an alien. In addition to civil penalties, ICE can also pursue criminal charges if, for example, an employer knowingly hires at least 10 unauthorized individuals within one year, is seen to be harboring or encouraging illegal immigrants or has impeded or impaired the IRS or Social Security Administration function. These offenses could be punishable by up to 5 years in prison.

Where the slope gets more slippery

Even if you think your I-9 forms are in order, mistakes are often found. Now is the time to take a closer look. If you find errors, they need to be addressed proactively and corrected in a way that demonstrates transparency versus an attempted cover-up.

Hiring independent contractors can be tricky; even if the IRS sees them as independent for tax purposes, ICE may view them as employees and would require a completed I-9.

What can you do?

Start by watching our recent I-9 webinar recording, where you’ll find answers to your questions, including the ones you haven’t thought to ask. You’ll find additional information available for download here. Most important, stay on top of your I-9 paperwork and be sure you’re in full compliance. If you have further questions, let us know.
Get your Complete I-9 Resource Package Now!

Join us on Thursday, May 11th from 1:00-2:00 p.m.

Great performance management can mean the difference between highly engaged employees and those who are just punching the clock. Join us as we discuss the differences between coaching and progressive discipline, with a special focus on ways to encourage employee development and growth. We’ll also look at some of the common elements of a performance evaluation, which format may be a good choice for your workplace and best practices for conducting performance meetings. Secure your spot and register today!


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Thursday, May 11, 2017  1:00 PM – 2:00 PM ET

Join us on Thursday, April 13th from 1:00-2:00 pm

For our free, live webinar event – Strategies for Better Employee Engagement.

It’s been said that if you take care of your employees, they will take care of your clients. The first step is ensuring your employees are engaged and excited about their work. In this training, we’ll focus on proactive ways to make your company a place employees want to spend time every day. You’ll learn helpful tips for retaining and developing the great employees you already have in your organization, as well as how to create a culture that will attract top talent. Secure your spot today!

Thursday, April 13, 2017
1:00 PM – 2:00 PM ET

“Onboarding” is the process of transitioning new employees into your organization, including how you go about introducing them to your culture, policies, procedures and team. Beyond making a great first impression, effective onboarding has been shown to increase staff retention and enhance productivity by giving new hires the opportunity to learn, ask questions and understand the big picture as it relates to their roles.

So where do you start? Register for our free webinar: Secrets to Effective Onboarding, Thursday, March 9th from 1-1:30 PM.

Here are some other helpful tips to help you with employee onboarding:

1. Send a welcome email before day #1. Introduce new hires to the company with a warm and upbeat message that also provides practical information like dress code, start time, tips for parking or public transportation, etc.

2. Give them the lay of the land. On the first day, give a tour of the workspace, equipment, bathrooms, break areas, kitchen, etc. Provide a little company history. Make sure your new hire has applicable usernames and passwords to get started.

3. Take them to lunch. Help employees get to know the team and company culture by arranging to have a small group of coworkers take your new hires to lunch on the first day.

4. Training is teambuilding. 25% of companies interviewed said their onboarding program did not include training. That’s counterproductive. Consider pairing your new hire with a top performer or manager who will give them the tools to succeed.

5. Be patient. A successful onboarding program should last 30-60 days. Be sure to check in with new hires. Follow up on their progress, give them the chance to ask questions and address concerns, and evaluate their performance so they know how they’re doing.

Looking for more great information? Download our Ultimate Guide to Employee Onboarding Infographic:

Allows Health Reimbursement Benefits Without Having to Install a Group Health Plan

Thanks to a recently enacted provision in the 21st Century Cures Act, companies are now allowed to use Health Reimbursement Arrangements (HRAs) to compensate employees who buy their own insurance. This new law is especially good news for small and mid-size businesses who cannot afford to offer health insurance to their employees – the new HRA may be offered as an alternative. Businesses who offer health insurance but are facing huge increases may also find relief in the new law.

The new health reimbursement arrangement vehicle, called Qualified Small Employer Health Reimbursement Arrangements (QSEHRA), is available to employers that are not subject to the Affordable Care Act (ACA). In other words, only employers that have less than 50 full-time equivalent employees are eligible to qualify for the new HRA allowance.

There are some other conditions for this new benefit: the company cannot offer a separate group health plan, and it must make the reimbursement available on the same terms to all employees, although it can vary the amount of the reimbursement based on the employee’s age and family size. The maximum reimbursement employers can provide under the plan is $4,950 for individual insurance, and $10,000 for a family plan.

How it Works

Only employers with less than 50 full-time employees are eligible to offer the new HRA (QSEHRA) plan. Companies who want to establish a QSEHRA cannot offer both a separate group health plan and a QSEHRA or allow employee contributions to go toward the plan.

If you are looking to start an HRA for your small business, be aware that your company must be in compliance with all federal regulatory measures. They include verifying that employees have health insurance before issuing any reimbursements from the HRA, providing written notices to employees, and reporting amounts on the employees’ W-2s. For a detailed requirements document, request our free sample HRA notice template and qualified small employer basics fact sheet below.

How CPS can help

Complete Payroll Solutions can immediately support and administer the new HRA for small businesses. We help you determine your contribution amount, develop official plan documents, provide all employee notices, establish claims processing and ensure the plan is in full compliance.

Please let us know if you have any questions or if you are interested in offering the new QSEHRA benefit to your employees.

You may also be interested in our sample HRA notice template and qualified small employer HRA basics fact sheet that contains detailed QSEHRA information and an example employee notice document.  To learn more, visit here.

Download a sample HRA notice template and learn even more about qualified small employer HRA basics today!

Join us on Thursday, March 9th from 1-1:30 pm

In this session, we will talk about ways to create a robust onboarding program that is both compliant and engaging. We’ll walk through five elements of an effective onboarding plan, from paperwork to peer mentorship. Secure your spot today!

Thursday, March 9, 2017
1:00 PM – 1:30 PM ET

This event is now closed.